Impegnarsi nell'occupazione a vita in un'azienda giapponese vs. cambiare lavoro a metà carriera
Se agisci
Restare a vita nella stessa azienda
25%
Se non agisci
Cambiare lavoro a metà carriera
60%
Percentuale di chi poi rimpiange ciascuna scelta. Le barre e il registro completo dei dati compaiono sotto.
Carriera
Ultima revisione 2026-05-13
Qualità delle prove 3.88/5
Punteggio di revisione su otto dimensioni rispetto alla
griglia di qualità
. Ogni dimensione valutata da 1 a 5.
D1 Verifica delle fonti
2/5
D2 Autorità e indipendenza delle fonti
3/5
D3 Precisione del tasso di rimpianto
2/5
D4 Comparabilità delle fonti
5/5
D5 Schema di Gilovich
5/5
D6 Qualità della prosa
4/5
D7 Completezza degli avvertimenti
5/5
D8 Qualità del campione
5/5
Media3.88/5
Dati proxy — non esiste alcun sondaggio diretto sul rimpianto per questa decisione. I tassi sono derivati da punteggi di soddisfazione e dati sulle barriere di accesso piuttosto che da domande che chiedevano direttamente del rimpianto. Vedi avvertenze di seguito.
Rimpianto per azione
Restare a vita nella stessa azienda
25%
Il 25% dei lavoratori giapponesi che ha preso in considerazione un cambio di lavoro ma è rimasto rimpiange di non aver cambiato
Lavoratori giapponesi che sono rimasti in un'azienda per tutta la loro carriera
indagine retrospettiva, marzo 2023
Rimpianto per inazione
Cambiare lavoro a metà carriera
60%
Il 59,7% di chi ha cambiato lavoro di recente in Giappone afferma di aver rimpianto o di aver sentito di aver fallito dopo il cambio di lavoro
Lavoratori giapponesi che hanno cambiato datore di lavoro a metà carriera
indagine retrospettiva, marzo 2023
% rimpiange questa scelta
Restare a vita nella stessa aziendaCambiare lavoro a metà carriera
25%60%
inaction dominates — L'inazione domina — la maggior parte si pente di non aver agito.
Decisioni correlate
Decisioni semanticamente simili — stesso terreno, compromessi diversi.
A Shikigaku survey of 1,000 Japanese employees who had changed jobs in the previous three
years found that 59.7% reported regret or a sense of failure after joining their new
employer — most often because the salary was lower than expected, or because the new
organisation’s culture did not fit. On the other side, a VALUE WORKS survey of 301 working
adults who had considered a job change but stayed found that only 25% regret not having
changed — the other 75% said they do not regret staying, although half of that group report
they are still reconsidering a move. Taken together, the surveys point to more regret from
changing jobs than from staying. The Japan Institute for Labour Policy and Training (JILPT)
2022 analysis adds context but no direct regret rate: it finds mid-career job-changers report
higher work engagement and self-evaluated performance than long-time employees, and that holding
a professional qualification or licence correlates with better wages after a change — a plausible
driver of the minority who regret not having moved.
The pattern here is inaction-dominates — regret runs higher among those who took the action
(changed jobs) than among those who stayed, which is the modal configuration in Gilovich and
Medvec’s temporal regret model only in the short term; over long horizons their model expects
inaction regret to grow. The two figures are not strictly comparable: they come from different
surveys, different years, and different populations, and Japanese job-change-regret polls vary
widely (other surveys report closer to one-in-four job-changer regret, well below Shikigaku’s
59.7%). What is consistent is that a clear majority of stayers do not regret staying, while a
majority of recent changers express at least some regret — frequently driven by pay that fell
short of expectations rather than by a wholesale rejection of the move.
Both rates carry framing caveats: the surveys were run by recruiting-adjacent organisations,
and the stayer “no regret” figure sits uneasily beside the finding that half of those same
workers are still weighing a change. An earlier version of this entry attributed both rates to
a single En Japan survey; that survey, per Nippon.com coverage, actually measured how overtime
affects which company people pick when changing jobs and reported no regret data at all, so its
figures have been replaced with the two direct-regret surveys above. The framing also assumes
genuine access to lifetime employment, which is shrinking: Japan’s share of non-regular workers
rose from 15% in 1984 to roughly 37% in 2023, so for a growing fraction of the workforce the
choice this entry describes is no longer available.
Fonti: azione
Registro delle fonti
Ogni numero qui sotto è ciò che ciascuna fonte ha riportato, con la citazione testuale su cui ci siamo basati e come siamo arrivati alla nostra cifra. Clicca su qualsiasi link per verificare direttamente.
[1]Mynavi Agent CANVAS (survey by VALUE WORKS) — 75% of those who considered a job change but did not change report no regret; half are reconsidering
Fonte di riferimento
VALUE WORKS surveyed 301 Japanese working adults aged 20-60 who had considered a job change but did not change jobs (online via Lancers, 10-19 October 2024). To the question "Do you regret not having changed jobs?", 75% answered "I do not regret it"; the complementary 25% therefore regret having stayed. The 25% is used directly as the action-side regret rate (regret of staying rather than changing). This replaces a prior figure (45%) that had been misattributed to an En Japan overtime/company-choice survey which, per Nippon.com coverage (nippon.com/en/japan-data/h01676), measured only whether overtime affected company choice and reported no regret data. A material caveat: half (50%) of these stayers report they are still reconsidering a job change, so "no regret" coexists with ongoing dissatisfaction.
[2]Japan Institute for Labour Policy and Training (JILPT) — JILPT Research Report No.215: Job Change, Skill Development, and Career Formation of Middle-Aged Workers
Rapporto governativo
Mid-career job-changers had higher average work engagement and self-evaluations than long-time employees, and holding a professional qualification or licence correlated with better wages after a job change
Estratto
“A comparative analysis between job changers and long-time employees shows that the former have a higher level of work engagement on average, higher self-evaluations of work performance, and a stronger tendency to have an "autonomous career perspective." Possession of a professional qualification or license was observed to have a statistically significant positive correlation or a trend toward a positive correlation with any of the results such as better wages, a higher job position, and the more effective use of skills and knowledge after job change.
”
Dati originali da
2022-03-31
Consultato
2026-07-01
Calcolo
This JILPT report provides material context for the action-side regret rather than a direct wage figure: it does not quantify a lifetime-vs-changer wage gap. Its comparative analysis finds mid-career job-changers report higher work engagement and self-evaluated performance than long-time employees, and that holding a professional qualification or licence correlates with better wages, a higher position, and greater use of skills after a job change — a plausible driver of the minority (25%) who regret not having changed. This source does not provide a direct regret rate and is supplementary to the VALUE WORKS direct-regret survey above. (An earlier version cited a generic JILPT reports directory and asserted a "15-20% higher pay by age 45" premium that appears in no JILPT report; that unsupported statistic has been removed.)
Fonti: inazione
Registro delle fonti
Ogni numero qui sotto è ciò che ciascuna fonte ha riportato, con la citazione testuale su cui ci siamo basati e come siamo arrivati alla nostra cifra. Clicca su qualsiasi link per verificare direttamente.
[1]HRzine (reporting Shikigaku Co. survey) — 59.7% report regret or failure after changing jobs; 'salary lower than expected' most common reason — Shikigaku survey
Fonte di riferimento
59.7% of recent job-changers said they had felt regret or that they had failed after joining their new employer, most often because salary was lower than expected
Shikigaku Co. surveyed 1,000 Japanese company employees aged 22-59 who had changed jobs within the previous 3 years (online questionnaire, 28-30 June 2022). 59.7% reported they had experienced regret or felt they had failed after joining their new employer; the most common reasons were "salary was lower than expected" (34.7%) and "organizational culture did not fit" (22.8%). The 59.7% is used directly as the inaction-side regret rate (regret of having changed jobs). This replaces a prior 26% figure that had been misattributed to an En Japan overtime/company-choice survey carrying no regret data (per Nippon.com coverage, nippon.com/en/japan-data/h01676).
[2]Nippon.com (reporting Japan MHLW 'Survey on recent graduates changing jobs') — A Third of Japan's University Grads Leave Their First Job Within Three Years
Fonte di riferimento
33.8% of Japanese university graduates and 37.9% of high school graduates who started work in 2022 left their first job within three years, per the Ministry of Health, Labour and Welfare
Estratto
“33.8% of those who graduated from university in March 2022 had left their first job within three years. [...] 37.9% among high school graduates. [...] Due in the part to the increase in job openings in 2021 that followed a drop at the start of the COVID-19 pandemic, the rate for recent graduates changing jobs announced in 2024 for 2021 graduates reached a 16-year high.
”
Dati originali da
2025-11-19
Consultato
2026-07-01
Calcolo
Japan's Ministry of Health, Labour and Welfare "Survey on recent graduates changing jobs" (reported by Nippon.com) finds that roughly a third of the 2022 graduate cohort left their first employer within three years — 33.8% of university graduates and 37.9% of high school graduates — with turnover concentrated in smaller firms and in sectors such as accommodation and food service (55.4% for university graduates). This documents the underlying scale of mid-career/early-career job mobility in Japan that the changing side of this decision draws on. It does not provide a direct regret rate and is supplementary to the Shikigaku direct-regret survey above. (This replaces a prior source — a non-existent "JILPT Report on Youth Employment and Job Mobility in Japan 2022" citing a generic 403 directory URL and unverifiable 19%/8% one-year figures — with a real, government-sourced job-separation statistic.)
Avvertenze
I due tassi di rimpianto provengono da due sondaggi diversi con popolazioni e campioni diversi, quindi i lati non sono strettamente equivalenti. Il 25% del lato azione è il complemento di un sondaggio VALUE WORKS (n=301, ott. 2024) in cui il 75% dei lavoratori che avevano preso in considerazione ma non avevano cambiato lavoro ha affermato di non rimpiangere di essere rimasto — anche se la metà di quello stesso gruppo riferisce di stare ancora riconsiderando un cambio, quindi il "nessun rimpianto" coesiste con un'insoddisfazione persistente. Il 59,7% del lato inazione proviene da un sondaggio Shikigaku (n=1.000, giugno 2022) su persone che avevano cambiato lavoro nei tre anni precedenti; il suo motivo di rimpianto principale era "stipendio inferiore alle aspettative", ed entrambe le fonti adiacenti al reclutamento possono comportare un bias di impostazione. I dati giapponesi sul rimpianto per il cambio di lavoro variano ampiamente tra i sondaggi (altri sondaggi riportano un rimpianto di circa uno su quattro tra chi cambia lavoro), quindi il 59,7% è nella fascia alta e va letto come il risultato di un singolo sondaggio, non come un tasso consolidato. Una versione precedente di questa voce attribuiva entrambi i tassi (45%/26%) a un sondaggio En Japan che, secondo la copertura di Nippon.com, misurava in realtà come gli straordinari influenzino la scelta dell'azienda e non riportava alcun dato sul rimpianto; quei dati sono stati sostituiti. Il mercato del lavoro giapponese sta attraversando un cambiamento strutturale: la quota di lavoratori non regolari è cresciuta dal 15% nel 1984 a circa il 37% nel 2023, quindi il vero impiego a vita — e l'impostazione di questa voce — si applica a una frazione in calo della forza lavoro. Le fonti JILPT forniscono un contesto sostanziale ma non forniscono tassi di rimpianto indipendenti.
